Human Resource Management deals with the man power. HRM can be defined as the process of managing employees or man power of a company. It involve hiring, training, motivating and firing employees. In simple words HRM is making use of human resources in efficient and effective way so that the goals and target of the firm or company are achieved.
Nature of HRM :-
HRM helps in bringing people and organizations together so that the goals and target of both organization as well as employees are met. There are various features of HRM they are :-
- Focus of HRM is on results instead of rules.
- HRM is all prevasive.
- HRM helps employees to develop their potential.
- HRM is a multi-disciplinary activity.
- HRM helps in building cordial relations between people working at various levels in the organization.
- HRM works for both individuals as well as groups.
- HRM motivate employees to give their best.
Objectives of HRM :-
The main objective of HRM is to ensure that is there availability of willing manpower or workforce in an organization present or not. Beyond this there are some other objectives of HRM. These are divided into 4 catagories they are:
- Societal Objectives:-
- Legal Compliance
- Union Management relations
- Organisational Objectives:-
- Training and Development
- Human Resource Planning
- Employee Relations
- Functional Objectives
- Personal Objectives:-
- Training and Development
Scope of HRM :-
HRM is concerned with man power which is needed by every company so HRM scope is very wide. This is mainly concerned with manpower planning, recruitment, selection, placement, training and development, promotion, layoff, transfer, incentives, remuneration, productivity etc. These are some personal aspects of HRM.
It also deals with amenities and working conditions such as rest, canteens, lunch, transport facilities, medical facilities, health and safety, etc. These are all welfare aspects which HR manager has to deal with.
HRM also covers union manager relations, collective bargaining, disciplinary procedures, joint consultation, grievance, settlement of disputes, etc. These are some Industrial relation aspects of HRM.
Functions of HRM :-
There are mainly 3 types of HRM functions. They are:
- Managerial Functions
- Advisory Functions
- Operative Functions
The Managerial Functions of HRM are as follows:
- HRP – It stands for Human Resource Planning. It is one of the main functions of HRM, the number of employees needed in the organization is determinde by planning and for doing that research is to be done by the HR manager. He had to collect information to analyse and identify current and future man power needed and to forcast the changing attitude, values and behaviour of the employees and what is impact of the change on organization.
- Directing – Giving responsibily at different level and making employees contribute their maximum to the organization is only possible through proper motivation and direction.
- Organising – There are different tasks in the organisation which are allocated among its members to achieve a common goal. So for that relationships are established among the employees so that they can work together to achieve the organisation goal.
- Controlling – It is the step which comes after planning, organising and directing. In this actual performance of the emplyees is checked and the performance is compared with the plans of the organisation. If performance is deviated from the actual plan then steps must be taken to control.
Operative Functions :-
The operative functions of HRM are as follows:
- Recruitment and Selection
- JOb Analysis and Design
- Training and Develpoment
- Performance Appraisal
- Employee Welfare
- Labour Relations
- Wage and Salary Administration’
- Personal Research
- Personal Record
Advisory Functions :-
The advisory functions of HRM are as follows:
- Advised to Top Management:- Manager give advise to the top management for the formulation and evaluation of personnel programs, procedures and policies.
- Advised to Departmental Heads:- Personnel manager give advise to the heads of departments for manpower planning, recruitment, job analysis and job design, placement, selection, performance appraisal, etc.